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Academic literature on the topic 'Employees – Nigeria'
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Journal articles on the topic "Employees – Nigeria"
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Oruh, Emeka Smart, and Chianu Dibia. "Employee stress and the implication of high-power distance culture: empirical evidence from Nigeria's employment terrain." Employee Relations: The International Journal 42, no. 6 (2020): 1381–400. http://dx.doi.org/10.1108/er-11-2019-0425.
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PurposeThis paper explores the link between employee stress and the high-power distance (HPD) culture in Nigeria. The study context is the banking and manufacturing sectors in Nigeria, which have a history of exploitation, unconducive work environments to productivity, work-life imbalance, work overload, burnout and employee stress.Design/methodology/approachUsing a qualitative, interpretive methodology, this article adopts a thematic analysis of data drawn from semi-structured interviews with 24 managerial and non-managerial workers to explore the process by which Nigerian manufacturing and banking sectors' work (mal)practices go unchallenged, thereby triggering and exacerbating employees' stress levels.FindingsThe study found that the high power distance culture promotes a servant-master relationship type, making it impossible for employees to challenge employers on issues relating to stressors such as work overload, unconducive work environments, work-life imbalance and burnout, thereby exacerbating their stress levels in a country in which stress has become a way of life.Research limitations/implicationsResearch on the relationship between employee stress and HPD culture is relatively underdeveloped. This article sheds light on issues associated with stressors in Nigeria's human resource management (HRM) and employment relations practices. The link between the inability of employees to challenge these stressors (which are consequences of an HPD culture) and increased employee stress has substantial implications for employment and work-related policies and practices in general. The study is constrained by the limited sample size, which inhibits the generalisation of its findings.Originality/valueThe article adds to the scarcity of studies underscoring the relationship between high-power distance and the inability of employees to challenge work-related stressors as a predictor of employee stress and a mediator between workplace practices and employee stress, particularly in the emerging economies.
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Oloke, Olayinka C., Abiodun S. Oni, Daniel O. Babalola, and Raphael A. Ojelabi. "Incentive Package, Employee’s Productivity and Performance of Real Estate Firms in Nigeria." European Scientific Journal, ESJ 13, no. 11 (2017): 246. http://dx.doi.org/10.19044/esj.2017.v13n11p246.
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The level of motivation received by an employee as reflected in the satisfaction with the base pay package and other incentives goes a long way to influencing the employees’ attitude to work, loyalty, performance and job satisfaction. Employee’s motivation and organization performance has been investigated across different fields and economic sectors. This study takes it further by examining incentive package, employees and organization productivity in real estate firms in Nigeria. Panel survey approach was adopted and three questionnaires administered in each of the one hundred and seventeen (117) estate firms in Ikeja, Victoria Island and Lekki Area of Lagos State. Respondents were two employees and one other in employers’/management capacity. Descriptive tools such as frequency and percentage were used to identify and determine the proportion of firms that make use of incentive package/option while a 5-point Likert scale and ranking were used to determine and rank the options in order of importance among these firms. Panel data regression model was used to determine the strength of relationship between firms’ performance/productivity and incentives whilst holding other factors constant. Findings showed amongst others that there is strong positive correlation between incentive and employee productivity, employees are largely dissatisfied with the incentives offered by majority of estate firms and that incentive package is not the most important determinants of performance in real estate firms. The study therefore concludes that employers in real estate firms pay attention to other factors identified and review remuneration and incentive package to boost the morale of their employees for better performance.
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Joseph Ekhayemhe, Aigboje, and Susan Oguzie. "Assessing the Relationship between Rewards and Employees’ Motivation in Some Selected Non-Profit Organizations in Abuja, Nigeria." International Journal of Business Ethics and Governance 1, no. 1 (2018): 1–14. http://dx.doi.org/10.51325/ijbeg.v1i1.7.
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This study examines the relationship between rewards and employee’s motivation in four selected non-profit organizations in Abuja, Nigeria. The employees of the four organizations (Action Aid Nigeria, African Development Foundation (ADF), African Youth Growth Foundation (AYGF) and Think Nigeria First Initiative) were taken as sample of the study. The objectives of this study were to find out the relationship between rewards and employees’ performance in the non-profit organizations in Abuja, Nigeria and also to ascertain the extent to which both intrinsic and extrinsic rewards impact on employees' performance. Self-designed questionnaire was used for data collection.180 questionnaires were distributed and 154 were returned, hence the response rate was 83.2%. The data was analyzed using the techniques of rank correlation coefficient and multiple regression analysis. All the findings were tested at 0.01 and 0.05 level of significance. The result concludes that there is a direct relationship between extrinsic rewards and employee’s motivation. However, intrinsic rewards found an insignificant impact on employee motivation.
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Afolayan, Oluyinka Titilope, and Yemisi Tomilola Babalola. "Knowledge Sharing Behavior, Mentoring and Motivation as Determinants of Employee Performance in Selected New Generation Banks, Lagos, Nigeria." International Journal of Knowledge-Based Organizations 10, no. 2 (2020): 57–68. http://dx.doi.org/10.4018/ijkbo.2020040105.
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Employee performance plays a pivotal role in the attainment of organizational success, especially, in the Nigerian banking industry, due to its high level of dynamism and competition. However, the joint effect between knowledge sharing behavior, mentoring, and motivation on employee performance seems not to have been given attention in the literature. In view of this, this study investigated the interaction between knowledge sharing behavior, mentoring and motivation on employee performance in new generation banks in Lagos, Nigeria. The population comprised 8,334 employees from six new generation banks that are listed on the Nigerian Stock Exchange (NSE). Stratified sampling technique was used to select 1,628 employees. Findings revealed that knowledge sharing behavior, mentoring and motivation jointly influenced employee performance in the selected new generation banks in Lagos, Nigeria. However, in terms of relative contribution to employee performance, motivation made a higher contribution than knowledge sharing behavior while mentoring made no significant contribution to employee performance.
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Ebunoluwa, Esther Ilori, and Grace Kehinde Ojo. "Factors Influencing Quantity Surveying Services Performance in Nigeria." Built Environment Journal 17, no. 2 (2020): 49. http://dx.doi.org/10.24191/bej.v17i2.10116.
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Quantity surveying profession is faced with great challengesconcerning recognition and survival in Nigeria. Usually, thiscould be overcome by being proactive in dealing with factors that could influence theirservices performance. Quiet numbers of factors are affecting the performance of quantitysurveying firms in Nigeria; which makes their survival to be a matter of concern to theresearchers. Therefore, this paper evaluated the extent to which the performance of quantitysurveying firms is being influenced by internal and environmental factors with a view toincreasing the recognition and survival of the firm in the competitive business environment.Employee quantity surveyors assessed internal factors while employers of quantity surveyingfirms assessed external factors. One hundred and thirty-one (131) respondents comprisingeighty-five (85) employees and forty-six (46) employers of registered quantity surveying firmswere sampled randomly. Data were collected through administration of questionnaire oninfluencing factors; the collected data were subjected to mean analysis and analysis ofvariance (ANOVA). The findings showed that lack of recognition of the employees by themanagement influenced the performance of employees mostly; the employees agreed on theinfluence of this factor on the overall performance of firm. On external factors, findingsrevealed that technological changes and tough competition have high level of influence onthe performance of quantity surveying firms in the built environment. In addition, theemployers have similar view on the influence of these factors @ p>0.05. The study concludedthat lack of recognizing the employees by the firm, technological changes and toughcompetition influenced the performance of quantity surveying services in Nigeria; thesefactors had affected the recognition of quantity surveying profession in the competitiveenvironment. Therefore, the factors should be given adequate and prompt consideration so asto minimize their adverse effects on the survival of Quantity Surveying Firms in Nigeria.
 Keyword: Employee Quantity Surveyors, Employers, Quantity Surveying Firms, ServicesPerformance, Influencing Factors.
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Emuwa, Amara, and Dail Fields. "Authentic leadership as a contemporary leadership model applied in Nigeria." African Journal of Economic and Management Studies 8, no. 3 (2017): 296–313. http://dx.doi.org/10.1108/ajems-06-2016-0092.
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Purpose The purpose of this paper is to examine the extent to which each dimension of authentic leadership (AL) is related with employee organizational commitment (OC) and assessment of leadership effectiveness for employees in Nigeria and to investigate the moderating effects of contingent reward leadership behaviors on these relationships. By testing the dimensions of AL with employee outcomes, this study provides further validity and empirical evidence to the theoretical structure of AL theory across cultures. Design/methodology/approach This empirical study used cross-sectional survey data collected from a sample of 212 Nigerian employees from 16 organizations across various sectors. Findings The results of hierarchical regression analysis of this study showed a positive relationship between AL behaviors and the outcome variables of OC and perceived leader effectiveness (LE) among Nigerian employees. The moderation result shows that the leader’s contingent reward behaviors reduce the effects of the internal moral perspective dimension of AL. As authentic leaders interact with followers and followers experience high levels of moral and ethical behaviors, contingent rewards become less important to followers. Practical implications Leadership effectiveness and OC are desirable organizational outcomes across cultures. From a practical standpoint, the results indicate several authentic dimensions are related to OC and leadership effectiveness among Nigerian employees. This extends the applicability of AL into the African countries. Particularly, it provides additional insight into a contemporary leadership model that can positively impact the leadership development in Nigeria. While the interactive effects of contingent reward were limited, they do suggest that some combinations of behaviors should be considered to effectively meet situational needs. Originality/value This is the first study that examines the relationship of the components that constitute AL with OC and perceived LE in the context of Nigeria, a major African nation.
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Onyeizugbe, Chinedu Uzochukwu, Obiageli Lilian Orogbu, and Obiageli Blessing Chinwuko. "Self-Efficacy and Employee Commitment in Selected Breweries in South East Nigeria." Business Management and Strategy 9, no. 1 (2018): 1. http://dx.doi.org/10.5296/bms.v9i1.12790.
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In the present turbulent and unpredictable Nigerian business environment, the lack of self-esteem among employees selected breweries in South East Nigeria seems to make job satisfaction a major problem. The main objective of the study is to identify the extent to which self-efficacy enhances employee commitment in Breweries in South East Nigeria. Specifically, the study seeks to ascertain the extent to which self-esteem relates to job satisfaction of employees in selected brewing firms in South East. The research design adopted by the study was Survey type of design; One hundred and fifty six employees constituted the population which were selected from breweries located in the South East Zone of Nigeria. Questionnaire was used for the purpose of data collection. Pearson Product Moment Correlation was used to test the hypothesis. The results of the Study revealed that there is a significant positive relationship between self-esteem and job satisfaction of employees in the selected brewing firms in South East Geopolitical Zone of Nigeria. The Conclusion drawn was that employees in the selected brewing firms can function properly or remain task oriented, if sense of efficacy is imbibed. The study recommended that employees should ensure that they develop positive self-esteem at work to restore confidence in themselves, devote more time and effort in tackling difficult tasks and feel more relaxed at work.
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Yekini, Kemi, Paschal Ohalehi, Ifeyinwa Oguchi, and James Abiola. "Workplace fraud and theft in SMEs." Journal of Financial Crime 25, no. 4 (2018): 969–83. http://dx.doi.org/10.1108/jfc-03-2017-0025.
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PurposeThis paper aims to investigate employee fraud within small enterprises in the Nigerian mobile phone sector. It also seeks to understand the key factors that motivate employees to engage in fraudulent behaviours against their employers, and the consequences of these fraudulent behaviours on small businesses (SMEs) in Nigeria.Design/methodology/approachThe empirical study involves the use of quantitative research. Data were collected through structured questionnaires from 159 business owners, sales representatives, cashiers and suppliers. Frequency distribution, percentages, Pearson correlation and multiple regression analysis were used to analyse the collected data.FindingsThe findings from this research show a significant relationship between personal and organisational factors and employee theft. Particularly, organisational factors made the strongest positive contribution to employee theft. The research also revealed that employee theft had significant effects on employers but less significance on employees. In addition, the research revealed that many businesses did not have preventive measures against employee theft in their firms. The findings of this study were compared with existing literature.Originality/valueThis study shows the relationship between different factors that could cause an employee to engage in fraudulent behaviours, particularly in SMEs in Nigeria.
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Adeola, Mukarramah Modupe, and Sulaimon Olanrewaju Adebiyi. "Employee Motivation, Recruitment Practices and Banks Performance in Nigeria." International Journal of Entrepreneurial Knowledge 4, no. 2 (2016): 70–94. http://dx.doi.org/10.1515/ijek-2016-0015.
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Abstract Many organisations recognizes the use of human resource as a major influence to their success. And with today’s competitive environment, it is imperative for organisations to find ways to be more effective and efficient in utilizing their resources so as to improve their general performance. Hence, there is need to recruit and retain highly qualified and motivated employees in order to remain competitive in the unstable environment. This study evaluates the relationship between recruitment practices, employee motivation and their impact on organisational performance focusing on the Nigerian banking industry, with a view to investigating factors that motivate employees of Nigerian banks and the methods banks adopt to motivate their employees. The study also assesses recruitment and selection methods used by Nigerian banks to select effective employees. The study is a cross-sectional in time and the primary data collected from a conveniently selected sample of 60 employees each of the seven selected banks. Face-to-face survey and interview was carried out in order to achieve the research objectives and back up theoretical findings. Using correlation and thematic analysis, the results indicated that there was a strong positive relationship between employee motivation, recruitment practices and organisational performance. Findings from the analysis identified that bank employees are mostly extrinsically motivated; although intrinsic factors also motivate them, it is not as motivating as extrinsic factors. The banks also provide more of extrinsic motivators to increase the performance of their employees. The banks make use of various methods of employee selection, by dividing the methods into stages. In addition, recruiting is mostly undertaken through recruitment agencies or advert placements. The study provides future recommendations that banks in Nigeria should be firmer in their selection processes; this will allow them to identify unsuitable applicants and make room for effective employees who will improve the efficiency of the bank and be motivated. At the same time, this research also suggests that the bank should provide more accessible motivational incentives for its employees in order to boost their performance because unmotivated employees are of no use to any organisation.
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Adisa, Toyin Ajibade, Ellis L. C. Osabutey, and Gbolahan Gbadamosi. "Understanding the causes and consequences of work-family conflict." Employee Relations 38, no. 5 (2016): 770–88. http://dx.doi.org/10.1108/er-11-2015-0211.
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Purpose – An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria). Design/methodology/approach – The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria. Findings – The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees. Originality/value – This paper suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of WFC for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.